Introduction
In this record, containing what's Skill Platform for the Information Get older (SFIA), how is SFIA works and exactly how is SFIA been used lately. The job management system been referenced is SHELL essential oil company which using SFIA Version 3 started from 2008.
Question 1
In 21st century, the fast growing and moving up of technology, so there are needed of some identifying skills for IT professionals and improve their working effectiveness. To overcome the situation of discovering the needed skills, a trustable and understandable platform is necessary, building-up this framework always a challenging activity.
SFIA, which means Skill Framework for the info Age (SFIA) and also pronounced sound like the name SOPHIA. SFIA is a referencing tool for people to identify and understand Professional IT Skills to create an efficient Information Systems (IS) with using Information Marketing communications Systems (ICT). SFIA also created for busy individuals who are managing IT professionals, and wish to improve results. SFIA is a framework that including two-dimensional which is Work and Degree of Responsibility. SFIA can be considered a guide script for those new customer who don't understand IT skills, and it identifies professional skills which needed and provided diagnostic information.
The reason for SFIA is to help employers from it professionals to lessen the job risk, retain employees, have more effective recruitment and increase quality and efficiency from it function. The correct skills would help the employers have a best way to produce a proper career method for the staffs. SFIA base details SFIA as "SFIA allows employers than it professionals to carry out a variety of HR activities against a typical framework of guide - including skill audit, planning future skill requirements, development programmes, standardization of job headings and functions, and reference allocation. "
SFIA is built as a straightforward two-dimensional matrix, one axis shows the skills in categories and subcategories, another axis details the different degrees of responsibility and accountability for IT staffs. SFIA including 86 skills, each of the skills has an overall definition and then acknowledged seven level skill with an increase of detailed descriptor. You can find total amount of 295 descriptors. For individual easier to realize the areas of work in IT, the abilities are sectioned off into Categories and then segregated again into Subcategories. The six Categories are defined in: Strategy & structures, Business change, Solution development & implementation, Service management, Procurement & management support and Client interface. There are some Subcategories in each Categories to make the information and definitions be more precise.
There are seven levels of responsibility in SFIA, all of the levels explain 4 key dimensions of responsibility which is autonomy, affect, intricacy and business skills. For much easier to refer, the levels are occur number from 1 to 7 with a simple explanation :
- Level 1 - Follow
- Level 2 - Assist
- Level 3 - Apply
- Level 4 - Enable
- Level 5 - Ensure, advise
- Level 6 - initiate, influence
- Level 7 - Set strategy, envision
SFIA makes the business to provide what is the job's need or capacity to the interviewee and there is absolutely no permanent conditions for the job. Managing and expanding skills are the main points scheduled to both employees and employers. By using SFIA, the business identifies each jobs which had a need to make the procedure of business be successful. Through SFIA, the interviewee will be helped to map their skills and experience in a IT job, and also makes individual's profession route much clearer. Capacity for person would be the key attribute from the management pattern. SFIA also utilized by the business to assess and evaluate skills to the industry standard, besides that, SFIA can be considered a model to plan training activities to the staffs and determine skills spaces between your time.
Question 2
A profession management system of the organization has been research and guide which is SHELL Olive oil Company. As most of us know, SHELL petrol train station located everywhere inside our country and SHELL is the most significant oil company in the world. In 2008, SHELL used SFIA V3 Established IT Competence Framework. To increase the business demand, SHELL designed the new IT Competence Platform to help them reach the duty. The character than it in SHELL is stimulating which means the what's the method for SHELL to provide IT services from is stimulating, so SHELL has created a New Integrated Delivery Model (IDM). There are some different set competences for new / different IT job individuals, which needed by the new IDM. So SHELL changing the IT competence construction and enhance the chances for IT learning and development.
Why SHELL choose SFIA as their framework. Due to SHELL's main market is not on It (IT), so SHELL somewhat to use a built and mutual construction than to build a construction by own personal. SHELL as a worldwide organization, so they have to able to overcome all of the pursuits, and SHELL just can pick the only real workable competence model which is SFIA. SFIA provides the chance to SHELL to benchmark themselves and comparing with other major individual.
The earlier framework using by SHELL were only available in 2001 which is BSC Industry Framework Model Ver. 3 (ISM3). SFIA Plus was designed to map with the ISM3, SHELL were able to map ISM3 with the SFIA Plus and SHELL gain confidence in framework. Corresponding to SHELL, "We were able to map the Shell Job Class composition to SFIA levels via the mapping information between ISM3 and SFIA. ". SHELL possessed a step of progress by changing to SFIA framework.
The new platform in SHELL list out the skill / knowledge to the individuals must required Analytical Thinking, Attention to Detail, Organizational Understanding, Decision Making, Goal Orientation and etc. These make the organization and the individuals have and know the basic condition for the job application. The construction describes the careers and competences in few steps: 1. A posture is including in a job family 2. Identified the work family by using SFIA 3. Determine the proof factors to each job family that includes a competence profile. 4. Staff develop a personal competence account 5. Comparing the non-public profile with the work profile to recognize development needs 6. Plan staff's future profession by using job map.
SHELL had release My:IT site and booklet, designed to use to implement and use of the new IT Competence Platform. The My:It offers IT personnel about the info which needed in the assistance, and descriptions of the IT competence and different levels for each and every line in the business. My:IT also supply the learning and development chances of job and for every IT functional Competence. There are 4-field models that use to learn and development guidelines to handle competence gaps: Guide Materials, CLASSES, Professional Experiences and On-the-Job+Instruction.
